Name: Accelerate Hiring and Elevate the Candidate Experience Powered by AI
Uploaded: 2025-12-03T19:16:04.659Z
Duration: 48 min 59 s
Description: Accelerate Hiring and Elevate the Candidate Experience Powered by AI

Transcript for "Accelerate Hiring and Elevate the Candidate Experience Powered by AI": Look at this. Hey, Ben. Jason, good to see you. Welcome. We have, an amazing session today. Are you excited? I am very excited. Thanks for having me. Thanks for being our our host, our gracious host. Well, it's I mean, it's it's really both of us. It's more, more like we're hanging out with all of our our friends, our closest friends here telling them about what we're up to. I love it. Alright. Well, I think we are gonna get started in about a minute. So if you're joining here, just sit tight. Just giving a minute for, last minute folks to join in, and I think we're good to go. Alright. Well, we have a very exciting webinar for everybody today. I'm joined joined by one of my great friends in the business and now my coworker, Ben Bromberg. We'll do some intros in a second, but we're here to talk about one of my favorite topics, which is accelerating hiring and elevating the candidate experience, with agents and AI. So something, I suspect we know a little a little bit about, Ben. We'll start off with our obligatory product statement. And this is just to let let everybody know as we go through functionality today, please, as as we talk about potential future and roadmap, please make all buying decisions based on functionality that's currently available. With that said, I'd love to introduce ourselves. For those who don't know me, I am Jason Scheckner. I joined Workday about, nine months ago. I'm sorry, a year and a half ago. Nine months. It's it's been, it's flying by. Year and a half ago via the HiredScore acquisition. Before the acquisition, I was the chief business officer at HiredScore, so I joined as employee number 11. I've been partnered with Workday and their clients for many years. Now I'm the head of strategic customer engagement for AI, so I focus not only on on hired score and paradox, which we'll talk a lot about today, but our whole suite of AI and agents here at Workday. So that's me, based in the New York area, and I'm joined by Ben Bromberg. Ben, do you wanna give a quick intro? Yeah. Thanks, Jason. Hi, all. Super super excited to be here. Jason, next time, we'll have to actually be in a room together. That would be fun. That would be. I, come to Workday by way of acquisition from Paradox. I've now officially been a workmate for, just about two months. Prior to joining Workday, I was, the head of client engagement at Paradox. I also have the lovely, number two employee title. So I've been with Paradox really since we founded, and and grew it from a three person startup to to what became a very large global company, that was acquired by Workday. So let's get started, Jason. Ben likes to one up me. I was employee 11. You're employee two. Okay. Fine. You joined here before I did though. So you you got me there. Fair enough. Well, we have, you know, as as always, we love to talk about what's happening in the market. And, you know, Ben, you you and I have the fortunate meeting with many customers globally. And my sort of synopsis is I feel like HR is facing what I would describe as the perfect storm right now. What we're seeing from my perspective is capacity is stretched to really often a breaking point. People are being asked to do more with less, you know, managers and recruiters are are buried in tasks. We've got hundreds of applications. I've got customers telling me their application volumes are doubling over last year. They're navigating talent shortages. They're chasing information across multiple systems, we've got productivity drain happening, we've got slower decision making, and, teams are trying to get through all this with limited visibility, and, they're not always getting to focus on the strategic work most of the time. So and while that's happening, we're seeing the external market moving faster, than most of the internal processes can keep up and transform. So we're seeing great candidates come off the market in under ten days, while many roles can take thirty, forty plus days to fill. One in four, by the way, can take over sixty days, which is still crazy. And, you know, speed isn't a luxury, Ben. It's it's a requirement in today's market because the top candidates. won't wait. And and we see organizations are they want to keep pace, but they're losing that top talent to competitor. That streak is weakening their employer brand, and obviously, it risks a growing skills gap, from one one what customers share with me. And then the last piece is, like, internally, internal mobility is a huge focus. You know, retention risk is high. Employees aren't always aware of internal growth opportunities. I still have employees telling me that it's easier to find jobs outside of a company than inside their own company. They feel stagnant, and so we see high performers are often leaving, unfortunately, at too high of rate, and they're taking critical knowledge, skills, and continuity with them. So the result is friction across the board, and teams are trapped in the operational work, the talent's leaving, the organizational agility is constrained, and so all of these problems are left unanswered. So we we have HR partners that wanna move forward, and and they wanna be strategic. They wanna be agile, and they wanna have a talent machine. So what does that mean in the world we're in today? Well, the Workday talent vision addresses this friction and complexity, and, our our talent environment really head on. And the way we do that is we empower organizations, Ben, to make talent decisions and experiences intelligent and proactive and personalized. So what that means is we can ensure that every interaction from recruiting to dealing with employees and internal mobility is human centric. It's streamlined and ultimately frictionless. So what we're doing is we're embedding the intelligence and guidance right inside of unified workflows, meeting people in the flow of work, and Workday's freeing up the teams from operational friction, enabling the focus on what matters most, which is making faster, smarter decisions. And so this is how HR moves from the reactive capacity constrained model to a strategic, agile talent engine, and most importantly, driving impact. So I'll talk about sort of what I view as my vision for agents elevating and bringing this vision to life. And, Ben, this is, I know, what we're both excited about with HiredScore Paradox Workday together. We're seeing these agents, which are essentially human led assistants, work across the talent life cycle to remove the friction and accelerate outcomes for every single person. And this is the personas like managers, recruiters, candidates, employees, as you see, shown on the slide here. And see, what what that means is rather than handle the repetitive task, and now they can provide actionable insights, we can orchestrate talent decisions in real time, and all without getting rid of any of the human judgment. So we have a recruiting agent. This is largely powered by our hired score acquisition, reducing manager and recruiter workload, improving decision quality and accelerating hiring by surfacing insights, actions that are recommended, streamlining processes. And so teams can really focus on choosing the right talent and building relationships and not digging through, you know, hundreds, if not thousands, of of resumes and CVs. We have the candidate experience agent. This one's largely powered by Paradox, engaging talent instantly, delivering conversational personalized experiences that reduce drop off, strengthen brand, and accelerate time to hire, closing that external velocity gap that we talked about. And finally, we have a talent mobility agent, which is proactively guiding employees to the right opportunities. So it's helping organizations redeploy talent effectively and reduce retention leaks. So if we think about this life cycle, these agents free your teams to focus on strategic work and relationships rather than administrative overhead. And all of these agents are powered by a unified platform. Ben gonna talk more about this later, but this maintains a single system of data across the entire process with the context for every action that's needed. Now what's exciting about this is Workday's powered, AI powered talent agents are not only available, but they're live and they're trusted by many global organizations across the world. What I love in in my work over the last eight years, I know you agree, Ben, we've we've got to work on a lot of these customers together, is these customers rely on these agents to remove friction, accelerate hiring, and unlock internal talent. And and what's most exciting is they're achieving what I always call iconic outcomes and huge measurable results at scale. And we have customers that are at various phases of this life cycle. Many of the logos you see here have leveraged the combination of all of these tools. We have customers live on all three agents, which would include the Paradox, Hired, Score, and Workday, solutions. We have customers that are just levering and have a great history with Paradox through the candidate experience tools, and maybe now adding some of that recruiting functionality, and certainly we have customers that are leveraging a recruited agent. The point here is you can see how these things come together beautifully, but the point is you don't have to do all three at once. You can certainly start, build on each experience, and you can start in any number of areas depending on what your business needs the most. And what I'd love to talk about is some examples of transformative results that our customers are achieving because in the end of this, the technology is great, but all that matters is the outcomes, and are our customers achieving results? So we're seeing managers get the right people faster. These stats, I I love. Things like 35% less time to review, 17% faster time to fill. And and again, when when that happens, people are freed up, to do other things. We're seeing candidates benefit from faster, more engaging experiences. Ben, I've heard some amazing things from Paradox customers, like 100% satisfaction with their candidate experience and 70% conversion rates. And that means you're not losing those talented competitors, but you're having a great great candidate experience. And for employees, we're seeing growth opportunities unlocked. I've I've seen some amazing things where clients have launched their talent mobility agent, and we've seen double the rate of of, internal applications, and it's leading to things like, improve improving employee retention by by numbers like 5% already. And for the recruiters, the agents are reducing the manual work and improved decision quality, so it's not unusual to see 35, 50% improvement to recruiter, capacity, and we're seeing with the rediscovery, 70% of requisitions are are benefiting from rediscovery of talent already in the customer system. And what's cool, by the way, is if you can imagine a world where you can put all these agents together, so you're combining these, the these things like velocity, capacity, productivity, efficiency, all together, you can really remove friction from your entire process, accelerate velocity, improve engagement, improve talent growth, and this is what we mean when we say HR transformation. This is how we empower that vision. So I've done a lot of talking, Ben. This is about both of us here. So love to turn it over to you to talk about how you see that fitting into the Workday ecosystem and and maybe some of the more, specific case examples. Yeah. Awesome, Jason's. Really great insights, and and thanks for for setting the stage on that. I think what's what's super exciting is we're in the very early stages and early innings of, AI transforming the enterprise. And what Workday has done that has been so exciting as being part of these acquisitions, both Jason's and I have have have benefited and and seen this happen in real time, is Workday's vision of creating the unified platform. Now those three agent experiences that Jason's talked about, there's a foundational core or essentially four pillars that really are, allowing those agents to do what they need to do. First is unified data. With the power of Workday's HR and finance platform that customers are using, we obviously have access to immense amounts of data that touch the employee life cycle. When we think about then on top of the unified data, we can input the embedded AI that's context aware. I'm gonna talk a little bit about context aware, and you'll see some of this in a in a in a demo experience. Context is really, really important when we think about the transformational experience that an agent can bring in any three of these kind of use cases that that Jason's highlighted. We also need to think about connected workflows. How do we connect, what a candidate might need to do with a recruiter and then ultimately with a hiring manager at a later stage in a process or an employee who might be two or three or four years into a role that, to Jason's point, needs to find a new position or they might we we might risk losing them. How can an agent help connect those workflows? And then last but not least, the full workforce coverage. What I love about the, embedded kind of best in class hired score paradox Workday experience is the concept that this isn't a just a high volume solution or just a professional solution or just a use case for our recruiters or our candidates. This really can impact the full life cycle and the full workforce. And with that, examples of this is really where the context comes into play. Imagine that you're a manufacturing manager or a frontline retail manager. The experience that you have with an agent involving hiring might look very, very different than a a corporate professional hiring manager that might only hire once or twice a year. Context like text messaging to the hiring manager in the field or sending a push alert on a mobile device versus what we're all used to sitting behind computers most of the day, a Slack or a Teams message in those kind of more professional hiring manager use cases. Together these four, pillars, the unified data, the embedded AI, the connected workflow workflows, and the full workforce coverage, as you know, Jason, allow organizations to truly eliminate friction, and accelerate the outcomes that you highlighted on the previous slide. And when we think about the personalized experiences, we really do need to think about unique personas. And, again, what I'm so excited about is the in historically, in TA Tech, we had to have all these point solutions to solve for these unique personas. Now with kind of the unified one platform, we can really tackle these personas holistically. We've got managers, we've got candidates, we've got recruiters, and we've also got our employees to consider when we think about talent acquisition inside of an organization. And we'll start with the managers. And there are different categories of managers. Managers are our decision makers. They can oftentimes be a bottleneck in recruitment process. They can slow things down. When we think about why that happens, we have to really think about the different personas. So a frontline manager, think retail, hospitality, logistics, manufacturing, they're in the field. Right? They're in the work every day. They've got teams, inventory, customers to deal with, maybe a drive through. They're really, really busy. And what we know about those hiring managers is oftentimes, they're they are always hiring. Hiring may be a core competency in their skill set or it may not be. And what we do know about hiring managers is it it takes a lot of time using legacy tech to hire. Right? Opening a job, hosting a job, calling candidates, trying to get them to come in for an interview. What we wanna do with recruiting agents here is eliminate all of that work, ultimately automate every step of the process for those frontline managers. Seven Eleven is one of our clients that, has basically saved forty thousand hours per week across these frontline store managers, and cutting time to hire in about to about three days and doing that all with the power of an agent. Then if we juxtapose that and think about corporate managers, these are people that may not hire every day. They may not hire every week, every month. They might only hire once a year because their teams are small. The nature of their work is is very different. They might not be as familiar with hiring process. They might need to phone a friend or hunt for the resource internally to figure out how do I open a job or raise a request to hire. Workday agents bring these hiring tasks directly into their workflow, allowing them to do work with clicks, or a chat, or maybe even the power of their voice, open a job, schedule help schedule me an interview, which eliminate all of that friction. A leading pharmaceutical company has achieved a 64% reduction in manager review time and a 31 reduction in time to offer with this agent experience in that workflow. Next, we'll move to the candidate, which I'm super passionate about coming from from Paradox. Paradox really has been known to be kind of that candidate agent. Historically, we put all the work on candidates to to do this stuff. Right? Hunting for a job, we know can be tough. Figuring out what job title, what job description I should apply to, what location I should look for, all of that stuff can get really, really confusing for candidates at scale. And we also know our candidates' attention spans aren't quite what they used to be five, ten, fifteen years ago. With the power of the candidate agent in frontline use cases, we can make the job search as fast as a chat or a text message conversation or scanning a QR code. We can allow that candidate to ask any question they have about any job, and do that in real time, twenty four hours a day, seven days a week. We can screen those candidates and automate an interview and do that oftentimes in less than three or four minutes, and do that all again with the power of the agent. Chipotle is using this, internally and has achieved a 75% decrease in time to hire and a 100% increase in completed application and a four day average time to hire in their process. And I think that was, approaching about two weeks prior to leveraging, that candidate agent. In corporate use cases, again, we often face a lot of complexity. We see that candidates are are faced with the create your username and password and create your resume in our system and upload all of these documents. And, again, if candidates aren't in a position to maybe spend twenty or thirty or forty minutes doing that, we lose them. With the power of the agent, we can, again, simplify that entire experience for our candidate, allowing them to find and apply for the job in just a few minutes and do that on the channel that they want to do it on, whether it's chat or text or in global markets, maybe WhatsApp, and integrate that all into the power of the unified platform of of Workday. An example of of a client that saw amazing benefit here is Johnson Controls. They did improve the candidate satisfaction rate to 98%. They also saw a 98% decrease in candidate response time. So candidates were getting the information they needed really quickly. We were able to make decisions and move them forward in that process, fast. And then, when we think about the employee experience, it's the internal mobility agent. Right? And oftentimes, again, this is the part of our ecosystem that we don't spend as much time on. Jason's made a great point. I've heard as well from from customers we serve that sometimes employees leave because they just don't know how to find a job. It's harder to find a job inside of their company, than to find one outside. And so with the Talent Mobility agent, employees are provided with personalized AI guided experiences, and that they all of the communication can come to them in the channels again that they're used to, whether that's Teams or Slack or maybe they prefer to get text message updates on their device, about new positions that they should be considering. At the same time, recruiters with the Talent Mobility agent gain instant visibility into the employees that are highly likely to excel in those positions and open roles, bringing internal talent into consideration automatically with both sets of of stakeholders, not by chance. A leading global real estate service company saw a 30% increase in internal applications, two and a half, almost two and a half times increase in the likelihood of an employee moving forward internally, almost one and a half time higher quality candidate conversion compared to external candidates, and then a 5% overall improvement in retention because of this experience. And then last, we'll talk about really who's at the center of all of this, our recruiters. Right? Our champions of talent. The the people that wake up every day thinking, living, breathing. How do we find great people and get them into the the perfect role at our company? Recruiters today are doing lots. Right? They're logging into lots of systems in some organizations. They may have three, four, five tools, on top of their ATS that they're logging into. They have sourcing. They have scheduling. They have things that that need to be done by a recruiter. And what we can do with agents is basically reduce the amount of time that they're spending on mundane or monotonous tasks so that they can we can free them up to do more value added experience things, that are more consultative, and then are more helpful to the overall talent strategy within an organization. AI can do things like handle repetitive tasks like answering frequently asked questions, can help with candidate applications and screening, determining which candidates, might be qualified versus unqualified for the role. Can also, the agent can also make recommendations to those candidates when they're unqualified for the jobs they should be looking for, which oftentimes recruiters do. They do a phone screen and say, hey. You're not a great fit for this one. What about this one? What if an agent could do all of that work for you? Continuous manager updates and nudges on things that they need to be doing, and then, of course, providing employer or employment guidance to our staff to help them think about the next role. AI also helps guide decisions, and and think of this like a copilot. So rediscovery of past applicants in real time, candidate grading and AI insights, Inflow manager collaboration. Again, think about that. Hey. Just a friendly reminder. You haven't given us feedback on that candidate you interviewed yesterday, and having that done automatically through Teams. Please click this link and give us feedback so we can do something with that. Priority task notifications. And with unified data, real time insights, and consistent explainable recommendations, Recruiters get clarity and they can move much faster and ultimately do the things that they love doing, which is talking to candidates and convincing people to join our teams. A leading pharmaceutical company saw a 31% reduction in time to offer, a four point five minute average interview scheduling time, which is pretty crazy when we think about how long it oftentimes, oftentimes takes to schedule a complex interview, 95% candidate satisfaction ratings, and a 15% increase in jobs filled internally using the power of the agent experience. So, Jason, we've talked about a lot of different things here. I'm sure our audience wants to see what this all actually looks like, and I think you've got a fun experience that we can show them. Yeah. In fact, I do. So give me one second, everybody. I am gonna pop out here and show everybody a quick quick view of what this looks like. Alright. One second. And by the way, Ben, there were some great questions around, like and you're gonna see this in the demo, but, like, what are these agents? What does it mean? What what I wanna clarify for everybody is what we've done is the hard work for you. We've mapped the entire talent life cycle, and we said, where are there components that are well suited for an AI, an agent in this case, to elevate the experience for the candidate, the recruiter, the manager, the employee, all those personas we've talked about. You're gonna see this in the demo. And and what we've done is we've provided those via those agents on top of Workday. So when you when you have various components of Workday, those agents are elevating the data that's already in there. They're elevating the personas that engage, for those moments, and they're they're connecting with each other across that business process. So, for instance, again, if a candidate applies as a result of that through something like the candidate experience agent, the recruiting agent takes over screens, helps the recruiter prioritize that, notifies the manager it's time to collaborate with the recruiter. So these interact seamlessly across the process, but, again, somebody asked, could I start with one? You could absolutely. If you're prioritizing candidate experience right now or you have a large frontline workforce has been talked about, you could certainly prioritize candidate experience, start there, build confidence for the team and add. But you're gonna see what this entire experience can look like right now. So I'll go ahead and play and bring it to life for you. Today, we're bringing the Workday total talent acquisition suite to life. In this presentation, you may see or hear forward looking items. Please do not use these in your purchasing decisions. With our total talent acquisition suite, we're moving from human collaboration to human plus AI collaboration. You can multiply impact across every stage of hiring. When done right, this boosts productivity, delivers connected experiences, amplifies talent potential, and mitigate risk. Ultimately, it's about empowering people, streamlining recruiting, and creating a more human centered connected hiring experience. So let's see this in action. Let's start with how we're creating a frictionless candidate experience so you can deliver those connected experiences. A candidate is looking for a job. Before they apply, they want to know what's the right fit. And on the career site, they see the embedded Paradox assistant. Our Paradox conversational AI is designed for frontline, high volume, and corporate applicants to find the best fit for them. They want to know more about the company culture, and they immediately get the answer they're looking for. Paradox's conversational AI has powered over 189,000,000 conversations, creating engaging and positive experiences for candidates. It's the right fit. They ask the assistant what are some open jobs so they more quickly find the exact role that they're looking for. And now, through a quick conversation, they fill out the application. They skip the form and go right to apply. They can do this via SMS or WhatsApp if they're in a store too. And for those roles you want to collect a resume, they can add that, and then this can feed our hired scored candidate grading. With the dynamic chat to apply, we pull the relevant questions right from the Workday requisition. And based on their answers, this can automatically move candidates forward right to a scheduled interview. After some relevant consent details, they've applied. And with conversion rates over 70%, Paradox customers reduce spend on advertising. But we're not done yet. Based on the response to the Workday questionnaires, Paradox's conversational interview scheduling sets up the schedule in minutes. This gives the recruiters and hiring managers hours back in their day by automating the experience for them, so they spend time where it's most important. Now let's shift gears and focus on how our Workday AI and agents optimize operations for your recruiters, boosting productivity. With our total talent acquisition suite working together, your recruiters optimize their operations to speed up filling their requisitions while finding the best quality candidates. And today, it's time for your recruiter to review their candidates. And this is made simpler and quicker with Hired Squad's AI powered insights to guide their way. The Hired Squad spotlight grade indicates how closely a candidate's profile aligns with the requisition requirements, significantly reducing screening time. It's looking at factors like skills, certifications, experience, and more. On average, with HiredScore, clients see a reduction by 57% in recruiter screening time. Recruiters can then easily understand why candidates score the way they do and be quick to action through the candidate smart profile. And our vision is to continue to bring high score and workday recruiting closer together with those AI insights right on the candidate profile. This provides a unified view of candidate data that is enriched with AI insights and rich explainability. Now that your recruiter understands how a candidate aligns with the requisition requirements, they find the best fit and want to send them to an interview. And with Paradox interview scheduling, it's even easier with an automated experience. Our agent matches the candidate availability to the interview team's availability and then sends out the request on behalf of the recruiter. From simple one to one screens to the most complex interview configurations, Paradox schedules an interview every second. We speed up the process of scheduling an interview with our agent doing the heavy lifting. On average, it's two point three minutes from interview requested to interview scheduled. Interviews are now done, and it's time to decide who to move forward in the process. In the past, this meant reviewing numerous interview responses. Now with our generative AI experience that summarizes interview feedback, recruiters and hiring managers can more quickly understand and find the best talent. Our early adopters of this feature perceive an 81% improvement in the time it takes to make an evaluation decision on interview feedback. With this, we're reducing time spent in interview, making decisions, and overall time to fill. Congratulations. You're ready to hire, and that means you need to quickly turn around an offer. With our offer templates built out in Workday and a connected experience to the job requisition, information seamlessly defaults in and the offer is out the door. With our total talent acquisition suite working together, you get improved efficiency for your recruiters so they spend more time with those all important candidates. Now let's end with how you can use this total talent acquisition suite to amplify your talent potential with seamless candidate sourcing for both internal and external candidates. One way to speed up time to fill, it's to proactively source your candidates. This is where Workday and HiredScore work together seamlessly to reduce that time to source. With our embedded talent rediscovery, recruiters can use HiredScore's fetch capabilities to automatically surface past applicants and external leads directly in the Workday requisition. We see then an average across our clients that 70% of reps can be covered by existing talent pools. By using these existing talent pool, it reduces your sourcing cost and helps you more quickly find the best and right talent. From there, outreach is easy. With Workday's notification templates, recruiters can quickly send a text or an email to get in contact and invite them to apply. Recruiters can also use dynamic search to quickly refine their potential list outside of the top eight suggested by Hyatt School. This allows recruiters to see all the leads that align to the role and then filter by what your recruiters feel is best. But candidate sourcing is also a great way to help promote internal mobility. Recruiters can also use our talent rediscovery to focus on internal talent first. They can also get proactive suggestions of internal workers. They can then invite them to apply or even start the conversation with a hiring manager. One of our Fortune 500 customers recognized a need to focus on internal mobility. And with our Talent Mobility agent, the results were truly transformative, including a 30 increase in internal applicants and 1.4 times better candidates. You get a collaborative approach between recruiters and managers as you approach your internal workforce. This reduces hiring costs and improves retention by looking at internal candidates first. But there's also ways to engage with your employees directly to proactively support their career growth and internal mobility while you more quickly find the right candidates for a role. It's by using agents to directly engage with your internal workforce and to offer suggestions right in their natural workspaces. This proactive approach alone led to a 2.3 times increase in internal movement from one of our Fortune 500 customers. By meeting employees where they're at, they feel engaged, and you save time in sourcing candidates. The Workday talent acquisition suite is here to empower people, streamline recruiting, and create a more human centered connected hiring experience. Workday brings this vision to life with a unified AI powered solution that helps recruiters, managers, and candidates work smarter, faster, and more collaboratively. And with Workday, Paradox, and Hired Squad working together, you get a suite to attract, engage, and retain top talent in one unified intelligent platform. Alright. Well, hopefully, that answered a lot of questions for everyone on, what these agents can do, what the capabilities look like, and when we start to put these things together, Ben, what's possible. I don't know about you, but I found that pretty, pretty exciting. And I I work here, and I still get excited about seeing this this all come together. So if we summarize this, we're saying Workday's agents turn talent challenges into impact. So first of all, we can elevate humans. Right? And that's really important here. We've got people who do these jobs every day, recruiters, managers, and we're taking out the friction. We're giving managers and recruiters time for relationships, strategic work, and and smarter decisions. We're we're helping solve that, the external velocity gap. Remember, speed is a competitive advantage versus the companies that are also looking for that same talent. So streamlined processes mean you can reduce time to fill, capture top talent, and build a reputation for responsiveness. And you can avoid that internal retention leak. We call this workforce agility. You know, employees can be guided to growth opportunities as you saw in the demo there. Recruiters and managers can identify internal talent that may be a good fit for roles. And when that happens, internal mobility increases and your workforce becomes more adaptable, future ready. This whole thing lifts, your HR operating model to a new level. And that's that's really what we see as the possibility here. So, Ben, I wanted to if we could, I know there's, quite a few questions coming in. I I know we have a few minutes before we wrap everything up. So I thought maybe we could try if we wanted to, take a look at any of those unanswered questions that may be out there, and talk a little bit about some of those things. So I'm seeing someone's well, I'll just kinda grab some randomly that I think are highly relevant that I hear a lot. Is the Workday career site, being converted to the Paradox career site? You wanna take that one? Yeah. I will. It is not, a, like, forced change. So the Workday career site experience will still absolutely be available. However, Paradox does have a career site experience as well. If you want to see a few examples in the wild, Nike has a really beautiful career site, that Paradox built. FedEx also has a really awesome career site experience. So, you can elect to, turn on, a career site powered by, the Paradox agent, if you want, but the the Workday site is still available. Great. We're also getting lots of questions. How do I get these agents? They look awesome. Is this additional to the platform we already have? What if I want one of these agents? How does that work? You wanna wanna take that one? Yeah. So, the the short answer would be talk to your, team at, on at Workday. Right? And they can introduce you. Typically, these are additional, products or SKUs, that would be turned on or enabled. But your team that supports you every day at Workday would would be more than happy to walk you through what that looks like and how to enable those. Cool. We had a question around, paradox is the AI piece for candidates. What's the CRM piece? Jason, do you wanna take that one, or do you wanna combo that one? No. Happy to. So Workday has an amazing solution called candidate engagement. When we built this originally, it was really meant to be kind of what it what Workday talked about as CRM Lite. I'll be honest, since joining Workday, I found that it fits most of the market need for things like pools, campaigns, you know, events, event capability, and so forth. And what I love is if you kinda combine that now with Paradox, which gives us if you want that elevated career site has been talked about, some of those chatbot capabilities that you can throw on the career site, certainly, some of the conversational elements, you can really elevate that entire experience. You can fetch from that using higher scores so we can not only look at Workday, recruiting candidates that are in your database, but we can look at prospects who may be sitting in a pool or pipeline. And that's what I think that demo showed that kind of universe of things altogether. When you put together recruiting, candidate engagement, the recruiting agent, and the candidate experience agent, you can really achieve the goal of end to end, talent acquisition. Anything you wanna add to that, Ben? No. I I think the only thing I'd add is, like, we're, I I've said we're in the early stages several times on this call. We're in the early stages, though, of, how do we enhance those kind of integrations to create, what what I think Jason and I both envision is, like, the next generation CRM experience. And so more to come there. I think it's important to note as well, that Paradox, Workday, and HiredScore have all been integrated for years. Right? So, these experiences that, Jason, you you just referred to or or kind of alluded to, the the fetch with the campaigns and the career site, these aren't, like, net new things that we're doing for the first time because we're all under the the Workday umbrella. These are things that we've been doing for for several years, with with joint customers. So, but more to come on that. I think I think we're in the early stages again of of what, the future CRM experience will look like with Paradox HiredScore and and Workday. Great. Love that. There's a great question in here about how quickly can these agents be implemented for an existing Workday client? Great question. So the the easy answer, the the right answer is it depends. It really does does depend on on what you're doing. It also depends on, how you design and build Workday recruiting, and and how you're using that. With the I'll speak for the candidate experience, agents, the paradox experience. If we're building a career site and implementing a a chat in text to apply in a scheduling solution, the time to deploy that is gonna be significantly different than if you're really just trying to solve maybe an interview scheduling challenge out of the gate. So it does depend. There's some nuance, based on how you've got Workday configured. Maybe another way to think about this is we we have clients or customers that I've seen go live in as little as twelve weeks, because it is a repeatable integration. And we have projects where they're very large, like global transformation projects that can take months. Right, depending on, again, work to be done. Jason, I don't know if you've got anything to add on on maybe the, hired wanna. share with companies you can do these these, you know, these implementations concurrently. Yes. Definitely talk with your account teams about, you know, recommendations there based on, you know, where you're at in your transformation journeys. We always wanna, make sure we deliver success and, as you can see, outcomes are a big part of our promise here. A big part of outcomes has nothing to do with the technology. It's how you think about the change management and and sort of some of that stuff. It's all embedded into the the the great benefit you get with this partnership. So, definitely talk to your teams there, and, happy to share more. We're getting so many great questions here, Ben. I feel like we could spend a whole another webinar just on the questions. There's a lot of questions in here about, bias, and and sort of the legal environment. So maybe I'll just say really quickly, HiredScore and Paradox, one of the reasons Workday acquired both of these companies was they met their incredible standard for responsible AI globally, which not only takes into account jurisdictional requirements, privacy, sort of employment law, certainly ethics, and these things all have varying, degrees of of sort of, complexity. But what I can say mostly is when it comes to a lot of the bias and things like that, neither of these solutions are what we call an AEDT. So you heard a lot about how we're empowering humans. None of this is the the solutions are are making a hire on behalf of the company. So that's something where we're we're generally you know, you can automate processes, but there's humans still involved at some level. We've been evaluating, reviewing, interviewing. Certainly, we still recommend best practices around things like background checks. I saw stuff in there about anti fraud. Workday has a whole body of work going into, anti fraud detection, location ID. We have a partnership with CloudFlare, more to come, and Safe Harbor on that. But but a lot of cool stuff we're doing on on that front too. But from a bias standpoint, a major thing you want to know about, we're not in ADT. We both solutions have to make sure we don't learn from your data any bias that's inherent in your data. We also have to publish publicly, which we do on our Workday website if you want that link, or you can ask your account teams. We have to publish our our public bias testing, which is inherent in some of the laws. We meet everything from New York one forty four to OFCCP to EU AI Act and all the requirements jurisdictionally. These things get blessed by workers councils if you're global. So if you don't know what that means, be thankful. And, anyway, the point here is that fully compliant. So we don't go live in a market unless we can meet the latest global standards for those markets. We have a whole trust package on that. I do highly encourage you, again, we have spec sheets that we can provide you. A lot of these are available on community, but ask your account account teams. We can share those with you. We have recordings and deep dives available for, you know, under the hood of the AI, for compliance and responsible AI, so highly encourage those things, as well. I'm just trying to look and see if there's anything else, that, like, jumps out. There's so many good ones. Oh, here's a cool one. I heard Sana will be your front door for the TA product. Is there anything you can share on that? So we just completed the Sana acquisition officially last week. On here, but I am talking to a lot of customers about Sana. For those of you not familiar with Sana, it's a product that has multiple capabilities that include, front door, personal agents, as well as a learning product, and the use cases vary depending on what you're looking to solve. We are excited to integrate, Asana as part of our front door experience, especially when we think about an employee and manager. So on the talent acquisition side, more to come there. We see users like, especially recruiters that live and breathe in the activity or a sourcer who's doing that same process over and over. They're typically working in some sort of system rather than purely conversational. But in the front line, Ben can tell you, I think store managers are very used to engaging with, conversational tools like Paradox, and, we've adapted that. So a lot more to come on these personalized agents. But, Ben, any more you wanna add there? No. I think I think you said it well. There is another one, though, I'd point your attention to is can HiredScore fetch prospects from candidate engagement even if they're not in a pool? Oh, yes. So, actually, I saw another question. Glad you raised this one. There's questions around, can Hired Square fetch, contingent workers? Can we fetch, tenant engagement, even brand stats? So currently, hired score can fetch from any consented, objects that are within your Workday ecosystem. So that would be Workday recruiting. That could be prospects, whether they're in pools or not. So, yes. It could be, internal candidates via that, talent mobility agent. So we can even connect with Venly on the contingent sourcing agent to potentially look at contingent workers there, and then there's even partnerships with platforms like, or or partners like Randstad where we can even fetch consented external leads. There's a cost for that. So just FYI, disclaimer there. But but the point is we have anything that's within consented wall. We care deeply about privacy. I just think I saw a question about can we pull in or enhance data about a candidate. We can only leverage data that the candidates consented with across your Workday ecosystem, but we're not pulling public data in there. That's a no no. Lawyers don't like that, and so we stay away from a lot of that. But anything that is consented within the Workday walls is fair game for both, enhancement and also, retrieval, via the rediscovery. Those requires, again, some of the different products. So, again, check with your account team on which things activate which services. Anything else, Ben, that's jumping out? I think we I think we covered a lot of the big brush stroke themes. I don't know, Jason. I think I think we covered a lot of them. Cool. Well, I will make a commitment for those who didn't get your questions answered. We'll make sure to take a look at those, try and get some answers to those out to you, or encourage your account teams to get you those answers. What we wanna say most importantly is thank you so much for participating in the webinar today. You know, what what we view if we kinda move to our last last slide here is we view these agents as creating a a faster, smarter, and and more agile, environment. It's why then when when they we announced the the acquisition paradox, I felt like we are bringing together the perfect combination of things finally to help customers truly unlock, everything we saw possible in the talent life cycle. I just wanna thank everybody for spending time with us today, all the amazing questions. What can you look for moving forward? We'll take a look at those questions, try and get you some answers. We'll definitely send you a follow-up email with case studies. A lot of people ask, will this be recorded? You'll absolutely get that, including the link to the demo. And we'll continue, we encourage you to continue the conversation, so let your account teams know if you wanna learn more, if you're already on this journey and wanna know about the next step. If you're new and saying, how do I get started? Just let your teams know. They can schedule deeper demos, help you start to take a look at these amazing combination of tools. And Ben and I are obviously available, on LinkedIn, so feel free to find us on this down. And any way we can help you, we're we're here to support your, your AI journey. Ben, any final comments? No. Jason, so fine. This was awesome, and I echo it. Thanks for spending an hour with us, everyone. Awesome. Alright. Well, thank you amazing team for joining us. Thanks for the great questions. We hope everybody has a great rest of your workday, and thanks for being, interested in our webinar, a client, or evaluating our solutions. Have a great day, everyone.